on Wednesday, 20 August 2014. Posted in News

Some employees see retrenchment as a way of removing a difficult or poor performing employee from their business. Be careful! The correct route to follow in this instance is the process of managing that employee, whether it be through capability or disciplinary. Relatively straightforward if you have been keeping records of counselling meetings and started a disciplinary process. Less so if you have let the behaviour go unaddressed. A genuine retrenchment is based on a genuine economic, structural or technological reason.

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